Want an Edge to your Recruiting Efforts? Innovate!

From partnerships to videos- these companies, organizations, and even provinces are learning that to be ahead of the pack, you need to innovate your recruiting.

If the only source for your recruiting is on Indeed and LinkedIn, then you may want to see what the following organizations have done to innovate their talent search.

Perhaps your industry hasn’t been as hard hit as the trades or medicine, but eventually, the pool of qualified candidates becomes smaller. As they say:

Keep fishing in the same pond… eventually, you run out!

Partnerships

 When you hear CFL, you think football and the Grey Cup. What you wouldn’t immediately jump to is a pool of potential candidates. And yet, the CBTU (Canada’s Building Trades Union) has developed a partnership with the CFL Players Association, and it makes perfect sense.

Many of the players have a very short career as compared to the NFL, typically 3 years, with many in their early 20’s. When they are coming close to the end of their CFL career, the CBTU reaches out to highlight the training and career opportunities in the trades.

“We need people in the construction industry, and we’re doing whatever we can through a variety of different measures to get more entrants to the construction industry, and this is a unique and very promising opportunity,” 

Sean Strickland, executive director of CBTU in Ottawa

Virtual Recruiting

 What is the biggest obstacle that most candidates face? It turns out “not knowing what it’s like to work there is number one. Prince Edward Island took this information and is now using VR (Virtual Reality) to highlight the advantages of living/working in their province and what it has to offer. This gives potential candidates a much richer experience and a better viewpoint of living and working in PEI.

Nova Scotia is using VR to attract Doctors to the province.. Physicians who are considering a career in NS can walk through simulated halls of some of the province’s healthcare facilities and landmarks to experience a three-dimensional exposure to what it is like to live and work in the province.

Social Recruiting

Generational preferences directly affect recruitment strategies and yet many organizations still use the same old sourcing methods.

it’s time to recognize the characteristics that set gen Z apart from their predecessors,” says Joelle Smith, chief experience officer at First Advantage.

Gen Z is already in the workplace and Generation (Alpha) is right behind them, currently interning or obtaining their first job and they have a very different view on the use of technology.

Hamilton-based; Felton Brushes Ltd. Brush Company, recognized that to “tap into the most brilliant minds of the future” they had to first attract potential co-op students to their program. Through a  promotional video, they were able to capture what makes their co-op program so unique and appealing. Part of the program includes the use of a centrally located and beautifully furnished Felton Student home for out-of-town students.

Check out their awesome video:  Felton Brushes Recruiting Video Ad Campaign – Co-op

Recruitment is an ever-evolving practice-and those that succeed are the ones who recognize when it’s time to innovate and act on those creative ideas. If you are developing your recruitment strategy, we would love to contribute. Let’s chat!

Recruiting Concepts Inc. would like to thank Felton Brushes Ltd. for the use of their video as an example of innovative hiring practices.

Posted in Business content

Expect to see these 5 recruitment trends continue in 2022

Wouldn’t it be nice to gaze into a crystal ball and accurately predict what 2022 has in store for recruitment?

If we look at the last 2 years as any indication, recruitment changed overnight. Virtual interviewing and remote work became the norm.  With those changes came a new set of organizational challenges.

How do we address company culture? How do we keep our employees engaged? How do we attract new employees?

As the pandemic rages on with new variants, companies must put their best foot forward to “win” in a marketplace that is candidate-driven with a shortage of skilled talent. By developing strong brands, inclusive culture and candidate-centric recruitment, businesses can reap so many benefits.

Address and adapt to these challenges or risk being left behind.  As Warren Buffet says,

“It’s only when the tide goes out that you learn who’s been swimming naked”

 

Candidate Driven Market

 Candidates are pickier and much more selective about the jobs they apply for. They are more likely to wait for a job that they truly want, a culture that suits their work ethic/values, with a company that excites them!

Businesses that want to attract the best talent will have to tailor their message to candidates so that it resonates emotionally with them.

Consider the future potential of employees when sourcing, be clear about career tracks, leadership development and offer internal mobility opportunities. These all lend to attracting great candidates but also more importantly in keeping them.

“Remember that engagement starts with the interview!”

 

 Culture

 Did your company adapt its culture when the perks were all about coming into the office full time?

Hybrid or fully remote work forced companies to review their approach to employee engagement and modify it.

Companies who develop a strong culture company culture ensure that their team will be SEEN and HEARD by their colleagues and managers. Those employees will be set up for success in their responsibilities and know how their role is valued by both their team and the business, regardless of where they are physically located.

“Those organizations who have strong values and continuously keep their team engaged will be the ones who will win in a competitive market”

 

 Mental Health

 Burnout. Is. Real. And business leaders must address it head-on.

In 2020, mental health support went from a nice-to-have to a true business imperative. Looking ahead to 2022 and the stakes will continue to be raised, thanks to a greater awareness of the workplace factors that can contribute to poor mental health and well as the urgency surrounding Diversity, Equity and Inclusion.

Many employers responded with initiatives like mental health days or weeksfour-day workweeks, and enhanced mental health programs-but they’re not enough. Employees need and now expect sustainable and mentally healthy workplaces, which requires taking on the real work of culture change. Companies that simply offer the latest apps or employ catch-all phrases like “well-being” or “mental fitness” are not going to cut it- employers must connect what they say- to what they do.

“Employees need and now expect sustainable and mentally healthy workplaces”

Let’s finally put the stigma to rest and admit that mental health challenges affect us all.

 

Diversity, Equity and Inclusion.

Businesses are realizing that Diversity and Inclusion is not just a “feel-good” initiative, but imperative to their success. This is clear from McKinsey’s Diversity Wins report which shows that more diversity leads to better profitability. Companies within the top 25 for ethnic/cultural diversity on executive teams were 33% more likely to have industry-leading profitability.

People want to work for businesses that understand, appreciate, and cultivate an inclusive environment.

“Broadening the definition of what an effective successful candidate looks like can help make sure you’re more inclusive”, says Tony Lee, VP of editorial at SHRM. Thinking beyond the usual searches to include age, disability, neurodiversity, or even consider dropping the requirement of a four-year degree just like IBM, Costco, Hilton, Nordstrom and Bank of America have all done to encourage inclusivity.

In the end, it is clear that the businesses that continually adapt their recruiting strategy to the changing marketplace will be the ones attracting the best talent and will stay one step ahead in 2022.

 

We LOVE recruiting!   If you are planning your 2022 recruiting efforts, then we would love to chat and see how we can help you stay one step ahead!

Posted in Business content

Ontario becomes the first province to enact Employee-Friendly Legislation prohibiting non-competes and the right to disconnect

On November 30, 2021, the Ontario legislature passed Bill 27, Working for Workers Act, 2021

Known as “employer-friendly” legislation because it addressed employment regulations that were deemed too restrictive (non-compete agreements) and created legislation (right to disconnect) to address the often-blurred line between work and home life. The amendments received Royal Assent on December 2, 2021; however, different parts of the Bill will come into effect at different times.

 

  1. A) Prohibiting Non-compete agreements-effective on December 2, 2021.

 

Bill 27 amends the Employment Standards Act, 2000 (called the “ESA”), which prohibits employers from binding an employee to any form of a non-compete agreement.

 

This change was introduced by the Government to attract and retain global talent and investments in Ontario. In the past, non-competes were used to discourage former employees from working in the same industry, for a competitor, and or restricted employment within a geographical location. This often made it difficult for the former employee to find gainful employment in their profession.

 

 A “non-compete agreement” is an agreement in writing, between an employer and an employee that prohibits the employee from engaging in any business, work, occupation, profession, project, or other activity that competes with the employer’s business AFTER the employment relationship between the employee and the employer ends.

 

There are only two exceptions to the non-compete clause:

 

  1. Executives, defined as “any person who holds the office of chief executive officer, president, chief administrative officer, chief operating officer, chief financial officer, chief information officer or holds any other chief executive position.”
  2. Sellers who sell part of or the whole of their business and become employees of the buyer immediately following the sale.

 

The amendment does not restrict an employer from using other forms of constraints on what an employee can or cannot do after the employment relationship has ended, such as non-solicitation, confidentiality, and intellectual property provisions.  Aside from the exceptions above, non-compete agreements are prohibited, and in violation of the ESA; and there is no “grandfathering” or transition period.  

 

  1. Right to disconnect from work policy-6 months from December 2, 2021

 

If you are an employer with 25 or more employees, then Bill 27 requires you to develop a written policy concerning “disconnecting from work”.

 

“Disconnecting from work” means “not engaging in work-related communications, including emails, telephone calls, video calls or the sending or reviewing of other messages, to be free from the performance of work”

 

As an employer, you must provide every employee with a copy of the written policy within 30 days after it is prepared. The deadline for completion of the policy is 6 months from December 2, 2021 (i.e., June 2, 2022).

 

The legislation however doesn’t impose any specific requirements-so it may be confusing for employees given the title of the policy and what the employer’s operational needs are especially if there are still requirements to answer emails after core hours or to work on a weekend.

 

In developing your policy, consider consulting with your employees. Having them assist in policy development, engaging them in educational sessions to review the terms of the policy will help with buy-in and acceptance. If you balance the operational side of the business while considering the mental health of your employees, you can avoid any misunderstanding or resentments.

 

If you are planning for your 2022 recruitment goals, then let’s chat! We love coffee and are happy to share our knowledge and experience to help develop your recruiting plans.

Posted in Business content

HOW YOUR EMPLOYER BRANDING IMPACTS YOUR RECRUITMENT & RETENTION

The impact of having an employer brand is real-and its effects on recruitment undeniable

Employer branding is how you “market” your company to potential candidates AND internal employees. Companies with strong employer brands enjoy many benefits in terms of bottom-line impact, candidate attraction, and return on investment.

Research from LinkedIn has shown that companies with positive employer brands have new hires that are 40% less likely to leave after the first 6 months. It’s undeniable that the fight for talent is not going anywhere and your branding impacts whether qualified candidates will decide to join your team or your competitors.

What is Employer Branding?

 Let’s say a job seeker reaches out and asks an employee at your company, “What’s it like to work there?” the employee isn’t going to respond, “We build some awesome technology.” Instead, they will go into details of people management, company values, and workplace culture. To ensure a good employer brand, you need to tell a compelling story, one that goes deeper to demonstrate that you “walk the talk. “

 Does this really matter to my company? 

Employer branding is critical to your bottom line. A good employer brand can reduce turnover rates by 28%, and cut your costs-per-hire by half. Additionally, 75% of active job seekers are likely to apply to a job if the employer actively manages its employer brand.

Whether you’ve put effort behind it or not- you have an employer brand. Why not put in the effort to ensure that it’s the right brand message that you can be proud of?

Branding Impact on candidate attraction

Candidates who are actively searching stated their biggest obstacle is not knowing what it’s like to work at an organization. To find out more they research the company’s website and social media channels and are 3X more likely to trust the company’s employees to provide credible information on what’s really like to work there.

Branding Impact on Bottom Line

 Recruiting is an investment and as with all investments, there should be a solid return on investment. According to LinkedIn, organizations that held strong employer brands had a

  • 28% reduction in their turnover
  • 50% cost per hire reduction
  • 50% more qualified applicants
  • 1-2X faster for hires

Branding impact on Recruiting

Recruiting Concepts had an opportunity to work with a company that had spent months defining their company culture BEFORE they got to the hiring process. Their brand encompassed a variety of elements, including both intangible benefits (e.g., workplace culture, values, community involvement) and tangible benefits (e.g., salary, benefits, physical workspace). Their employer brand was so strong that it made for an easier experience and an opportunity to create excitement when introducing the organization to top talent and during the offer stage. A strong, progressive & unique brand draws the best talent!

Remember that employer branding is an ever-evolving process, due to the needs and desires of employees and candidates changing. Organizations that ensure their employer brand evolves to meet these changing wants and needs can continue to reap the rewards in their recruiting and retention efforts.

 

Posted in Business content

Your Approach to Recruiting Matters

You’ve most likely heard the term, “The Great Resignation”. With so many open roles and candidates, it almost sounds like a dream come true. Except, it isn’t If you are currently recruiting you know what a tough labour market we are in, and that the talent competition is heating up. What can you do to make you stand apart- give you that competitive edge?

It’s all in your approach to recruiting. Transactional or Consultative.

The Transactional vs Consultative approach to recruiting

A transactional recruiter tends to focus on the present moment with a focus on speed. Their time and efforts are dedicated to internet searches, email, or high-volume cold calling. This approach tends to focus on targeting active candidates, working with the existing labour market, and typically only provides partial insight into the candidate or the employer’s needs.

A consultative recruiter offers a mix of both active applicants and urgent hires depending on the project. Their style is more consultative, “selling the opportunity” while targeting the passive candidate market. In this approach both active and passive candidates are contacted, they offer industry and market insights to both parties, and are focused on developing long-term partnerships.

There’s value in both recruiting styles. Sometimes, transactional recruiting can be very successful, providing people with opportunities when they most need it or assisting with high-volume projects. However, what turns out to be a benefit-namely speed, often requires more planning and work in the long run.

Relationship-based recruiting, with its personal touch and insights into candidates, means they can see candidates’ needs beyond just compensation and responsibilities and offer more long-term strategic solutions. This approach tends to develop into a partnership, where the recruiter can supply a constant stream of top-level candidates, rather than just the “one-off” hires.

Why hire a Consultative Recruiter?

 They understand how the current trends in the industry impact both the candidate and the client

 If you can’t put yourself in the shoes of the candidate then you won’t understand what factors are impacting their decisions, what elements of the role will sway them, and where their true priorities lie.

By getting an up-to-date and meaningful perspective on the recruitment climate, a consultative recruiter offers a more customized approach than a transactional recruiter. By reading newsletters, blogs and actively participating in recruitment organizations, a consultative recruiter understands the impact of these changes on their client and candidates and can align their recruitment efforts more strategically.

The pandemic certainly highlighted this in the way that management viewed working from home. Many candidates now see this as a perk and organizations who want to remain competitive have changed their policies accordingly.

They educate and prepare both the candidate and client in making informed decisions on the job offers, hiring process, and company culture.

Does the candidate know their value in their market? Will the candidate mesh well into the company culture? The candidate and client need to know what to expect when their search is finalized. For a transactional recruiter, they rarely get into the details and depth needed to facilitate these important conversations.

A consultative recruiter will go beyond the company’s basic website or job description to inform potential hires on the significance of their role. They will answer questions, respond to criticisms, and become credible and reliable resources for both parties. It’s not just about getting a signed offer; it’s about facilitating both parties to enter a hiring relationship with rich context. The ideal recruiter is an open and genuine communication channel between the company and the candidate.

They provide strategic solutions for all parties to be more effective in their role

A transactional recruiter is often service-based focused; they want to tick off their job requirements and quickly return freshly signed contracts to their clients and then off to their next project.

However, a consultative recruiter is solutions-based and eager to offer additional aids in decision-making. They are professional, respectful of time, accurate and are focused on providing holistic solutions to the recruitment project.

They effectively manage both parties to ensure that expected outcomes are achieved

Once the recruitment process is underway, the consultative recruiter won’t leave their candidate out to dry, nor do they expect their clients to take over. The consultative recruiter provides timely updates, follows up and stays on top of the job opening until both parties are comfortable and both know what is expected. It’s the consultative recruiter’s responsibility to not only deal with issues as they arise but to reduce miscommunication problems overall.

They learn from the successes and failures and provide recommendations for improvement

A transactional recruiter usually closes the deal when the hiring is completed and moves onto the next item, but a consultative recruiter knows that with each hire comes a true commitment to quality assurance. With this approach, the consultative recruiter monitors the reputation of their work, their client’s satisfaction, and the performance of their candidate. A consultative recruiter is pro-active and hands-on with a focus on building sustainable and long-term meaningful hires.

Now that you are armed with this knowledge never settle for anything less than a partnership with your recruiter. Remember to look for recruiters that touch base outside of a new job posting, that ask insightful questions about your company culture and current standings and check-in to see how the new hires are faring. In deciding to work with a recruiter, remember that they can change the trajectory of your organization.

At Recruiting Concepts, we are consultative recruiters and passionate about recruiting and building long-term and successful relationships. We are always here if you have any further questions or if you are not sure where to start in your recruiting efforts. We’d love to chat!

Image by Coffee Bean from Pixabay

 

 

Posted in Business content